Different countries follow different business strategies keeping in mind all the economic, political, cultural needs and necessities of the country. The business strategies also include collaboration with other developing business nations. India being one of the rapidly developing countries is expanding its business across the political boundaries and achieving great success in it. Recently India is seen to broadly collaborate with Japan. But the way the business is run is quite different in both the countries.
Japanese business is always known for their innovation and their quality production.
The Japanese believe in building a business by building relationships among the business counterparts. This takes time. The only criteria are to be genuine and trustworthy. Then they will always stand by you. Building the trust is a bit difficult in the earlier days because of the difference in the working culture. In Indian business culture, most of the decisions are highly influential by recognized personals. Whereas in Japan they practice the habit of taking decisions after detailed analysis. Decision making to a huge extent relies less on gut feelings and instinct.
The Japanese don’t contradict each other in public. They present a mutual opinion. Whereas in Indian origin people put forth their differing point of view, most of the times leading to an argument.
Following are the points that will help create a vivid idea about the line of difference between the business structure–
- Employment Policies– In Japan while recruiting employees the eligibility of candidates are limited to high school pass out or college graduates. The recruiting process takes place once a year. The faculty recommendations play a major role in the recruitment process but the selection is typically based on the company’s selection criteria. In India, the scenario is a bit different students from high school are never hired. Though college students are hired faculty recommendations has no contribution to it. In Japan, the company is mainly focused on the character of the candidate rather than skills. But in India, the recruiters mainly search and focus on the skills and talent of the candidate.Indian companies prefer the selection of experienced candidates rather than fresher’s. Also, Indian companies hire for a specific post In case of a replacement which is never the case in Japanese culture. Japanese companies offer lifetime employment by virtue of which the candidates are given assurance of their employment irrespective of their performance. On the part of the employees, they are expected to stay with the company and try not finding employment elsewhere. In India, no such assurance of lifetime employment is given. Employees keep on changing company and a better remuneration is offered in that case. Performance appraisal In Japanese culture is informal unlikely to that of Indian culture which is formal.
- Industrial Relations– The scenarios of labor unions is very different in both cases. In Japan, there is only one labour union and only the company members are part of it. But in a company in India, there is more than one labour union. These unions are clearly formed with political interests. Employees become part of this unions based on their political backing and interests. In India, these unions also have members who are not a member of the company but may represent the political parties.
- Work Organizations– In the Japanese work organizations distribution of work pressure is taken to the group level whereas in Indian work organizations distribution of work pressure is maintained at the individual level. In Japanese work culture individuals take up tasks as per requirement and there is no difference between the roles in a group.
- Operational Strategies– Japanese business world believes in maintaining a close relationship with the correlated agencies like a bank, suppliers unlikely to India, where these relations are not emphasized on.
Other than these one major point of difference is that Japan follows its own culture but India is till now in confusing trying to engulf other cultures. The Japanese are generally known for being quick decision makers. They choose to involve all the possible stakeholders who can contribute or may be affected by the final outcome. On the other hand, Historical evidence in India has shown that there are some clearly laid down rules for the tasks and duties of an individual whether be it in the family or in any social groups. Suppose if in Japanese method the workers feel like partners in the business, the Indian system promotes role based growth.
No one can deny that India is a land of youth workers. However, the main area of lacking is skilled manpower. A serious issue is mainly the unskilled workforce which hampers the ultimate national growth.
The government of India realized the problems that came with this unskilled manpower. This is how they thought of introducing certain programs to turn the raw energy of the youth into excellent skillfulness. NEEM Scheme is one such scheme that was launched by the government of India in association with AICTE enabling the Industries in developing the skilled manpower as and when required.
CLR Skills is a registered NEEM Agent trying to bridge the void between the demand of skills in the industry and the unskilled manpower. Being a NEEM Trainee, there remains an opportunity for the youth to learn and acquire new skills providing them with better professional exposures and in course helping them with building their career. Not only this it also gives skilled employers to the various industries of the country.
